THE RPO VOICE

Technology is transforming industries including the talent acquisition and recruiting space. Amazon moved much of our shopping online and put the customer in the driver's seat, while Tesla is moving humans out of the driver’s seat and revolutionizing our commute experience. Technology has also transformed the candidate and recruiter experiences. Arguably, "talent acquisition is becoming a consumerization practice, where candidates are treated as customers of the employer and expect a great experience," per Talent Acquisition Technology: Today, Tomorrow and Beyond, Zack Lahey, Aberdeen Group 2015.

To understand the evolution of talent acquisition technology from a recruiter’s perspective, we spoke with recruiting veteran and Moore eSSentials’ Partner, Tricia Tamkin. Here is an edited version of our interview.

Creating a more inclusive and diverse work culture provides a variety of positive benefits for your company, including a more collaborative work environment, a more attractive brand, a greater sense of belonging and engagement for those under your company umbrella.

It’s hard enough to find and entice skilled employees to join your company, but to conduct interviews while lifting weight or punching boxing bags in the gym is taking it to another level. We thought the idea is so refreshingly fascinating that we had to include in this news roundup. View the following #RPOAWeekly for this and other innovative recruiting ideas.

Hiring diversity is a phrase many talent acquisition leaders may have heard within the last few years and that trend will likely grow in the years ahead. Even as the political climate in many parts of the world draws controversy from the very word, the concept of diversity will be one that talent leaders will do well to embrace sooner than later.

Our brains (one of the most complex and magnificent organs in the human body) have more to do with who we select for our next position – and why we select them – than we realize. The brain is a complex mechanism, one that directs and influences our actions even when we aren’t necessarily aware of that fact. This unaware influence on our decision-making processes is called implicit bias, explained Kim E. Ruyle, renowned speaker, published author, and president of Inventive Talent Consulting.

With the continuing creation of new jobs and an economy on the upswing, unemployment continues tofall to levels not seen in some time – employment increased by 138,000 in May and unemployment stayed unchanged at 4.3%, according to Bureau of Labor Statistics. Great news for the workforce, but businesses with positions to fill might feel a pang of worry – because of overall low unemployment, the number of candidates actively searching for a job are similarly quite low.

That means that much of the high-level talent you want working for your company will already be employed. However, not all is lost. Though these candidates are not actively seeking a new job, many of them fall into the category of “passive job seeker.”

200 million people search Google for job postings daily. 34% of the U.S. workforce are Millennials who will have occupied 75% of the workplace by 2025. As a professional recruiter taking the Gen Y worldview peculiarities into consideration, you realize that worn-out templates and prosing job descriptions will hardly attract great talents today. Despite more than $2 billion plunged into HR techs, recruiting multi-generation applicants remains challenging. In the battle for talent, employers approach to job posting formats other than texts – it might be videos or infographics, for example – but they still need one essential element to stand out from the crowd of generic job advertisements.

Words.

How to write a job description that hooks the right audience? What words to choose that provide accurate yet compelling details about a job offer? How you articulate your employer brand from the job posting to the in-person interview can make a big difference.

The advent of the millennial workforce has caused discussion, debate, and even some dismay. Millennials respond to and demand different things from employers than previous generations, and savvy recruiters will take note and adjust their strategies accordingly. In this week’s RPOA Weekly, we take a look at best practices for recruiting millennials, with articles on millennial recruiting strategies, need-to-know information, and how your millennial employees can be the canary in the coalmine for your employee engagement.

Seventeen years to be precise but it's finally here. Over the next coming years, millennials have, and will in mass, began their journey in the average workforce populations.

This process has already begun all over the world, in all sized businesses and by 2030, The Bureau of Labor Statistics predicted millennials will hold up to 75% of the overall workforce population. This may sound like a long way off but this process will start to take hold, fast.

Candidates today live their lives on their phones, particularly younger or millennial candidates and job seekers. Given that the talent community already uses their phones for everything from dating to web surfing to finding out driving conditions, it makes sense to meet them where they are – on their phones. In this article, based on the Recruitment Process Outsourcing Association webinar “Building Talent Communities with Content Recruiting” with speaker Joel Capperella of Joel Capperella, LLC, we take a look at the new face of recruiting technology and the best options for mobile recruiting.